HR Transformation at RKFL


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HR Transformation at RKFL

  1. 1. HR Transformation at RKFL (Unit III & IV) Presentation by Mahendra K. SHUKLA Sr. Manager & HOD : HRD & Admin RAMKRISHNA FORGINGS LTD. (Unit 3 & 4)
  2. 2. HR Transformation at RKFL (Unit III & IV)… <ul><li>HR STRATEGY </li></ul><ul><li>“ T he pattern of planned Human Resource deployment and activities intended to enable the organization to achieve its goal” </li></ul><ul><li>FOCUS </li></ul><ul><li>T o provide the organization with sustained competitive advantage through recruitment, induction, development and alingment of people, skills, HR policies etc. </li></ul><ul><li>Competative advantage might arise from having best people , but also from being best of managing what do you have </li></ul>
  3. 3. HR Transformation at RKFL (Unit III & IV)… <ul><li>HUMAN CAPITAL CHALLENGES </li></ul><ul><li>Growing Labour Costs </li></ul><ul><li>Pervasive Attraction & Retention Challenges </li></ul><ul><li>Lack of Leadership Bench Strength </li></ul><ul><li>Rapidly Growing Benefit Costs </li></ul><ul><li>CHALLENGES TO HR FUNCTION </li></ul><ul><li>1. Heavy Competition for Skilled Workforce </li></ul><ul><li>2. Overly Focused on Administration </li></ul><ul><li>3. Under – equipped to meet the Challenges of the Business </li></ul><ul><li>4. Regulatory & Legislative Compliances </li></ul>
  4. 4. HR Transformation at RKFL (Unit III & IV)… <ul><li>For HRD, this meant we had a long road ahead…. </li></ul><ul><li>Needed to frame an HR Transformation Process that could get full support from Top Management </li></ul><ul><li>Quantify the People – related Issues in Financial Terms </li></ul><ul><li>Build Support ( and Proof) that HRD could ADD Business Value </li></ul><ul><li>Design and Execute a Process that would address these challenges </li></ul>
  5. 5. HR Transformation at RKFL (Unit III & IV)… <ul><li>Business Design for HRD </li></ul>BUSINESS STRATEGY HUMAN CAPITAL STRATEGY How will we Secure, Manage, and Motivate a workforce that can execute the Business strategy ? HR FUNCTION STRATEGY How will we Deliver expected Value and Contribution to the Organization ? <ul><li>HR OPERATING </li></ul><ul><li>MODEL </li></ul><ul><li>SOURCING </li></ul><ul><li>What activities will </li></ul><ul><li>We do ourselves / have </li></ul><ul><li>Others do? </li></ul><ul><li>2. INFRASTRUCTURE </li></ul><ul><li>What capabilities are </li></ul><ul><li>needed to fulfill HRDs </li></ul><ul><li>Strategy ? </li></ul><ul><li>3. GOVERNANCE </li></ul><ul><li>How will we lead the </li></ul><ul><li>Function and manage </li></ul><ul><li>Related Investments? </li></ul>Performance Monitoring & Renewal
  6. 6. HR Transformation at RKFL (Unit III & IV)… <ul><li>HR FUNCTION </li></ul><ul><li>STRATEGY </li></ul><ul><li>Services </li></ul><ul><li>Programs </li></ul><ul><li>2. SERVICE DELIVERY </li></ul><ul><li>Attracting Talent </li></ul><ul><li>Training & Grooming </li></ul><ul><li>Rewarding Contribution </li></ul><ul><li>Developing Managerial Culture </li></ul><ul><li>Improving Employer – Employee </li></ul><ul><li>Relationship </li></ul><ul><li>Partnering Performance </li></ul>Supports & Enables Mission Imperatives Operating Performance Employee Needs & Interests 1. Identify current HR Function & Process Costs and Resource Allocation , 2 Determine the Human Capital requirements needed to achieve RKFLs Operational, Financial and Strategic Objectives; 3. Engage Thought Leaders to shape the FUTURE of HRD
  7. 7. HR Transformation at RKFL (Unit III & IV)… Using the Potential of People A Plant – wide Initiative to Design & Deploy excellent HRD Strategies & Services which will : Recruit, Retain & Develop Achieve Operational Excellence Fulfill Mission Recruit, Retain & Develop the right Talent Help us achieve Operational Excellence Assure our Success in Fulfilling our Mission
  8. 8. HR Transformation at RKFL (Unit III & IV)… <ul><li>Areas of Strategic Emphasis </li></ul><ul><li>Talent Management : </li></ul><ul><li>Our competencies, performance management, career development, succession planning, talent mapping </li></ul><ul><li>2. Recruitment / Retention : </li></ul><ul><li>Getting the best people with the best fit for RKFL, and keeping them engaged and productive </li></ul><ul><li>Total Rewards : </li></ul><ul><li>Our compensation (pay), benefit and recognition programs </li></ul><ul><li>4. Service Excellence : </li></ul><ul><li>Using Technology (ERP), Improved HR Processes and a focus on service to meet needs across the plant </li></ul>
  9. 9. HR Transformation at RKFL (Unit III & IV)… <ul><li>Future Operating Model of HRD </li></ul>HOD Plant Administration Industrial Relations/ Staff Welfare/ Liaisoning Recruitment, Training, Program Development, System Implementation Time Office Payroll & Benefits Section / ERP E/H/S, Asset Mgt
  10. 10. HR Transformation at RKFL (Unit III & IV)… <ul><li>Benefits of Future Model of HRD </li></ul><ul><li>HR Strategy aligned with Business Strategy </li></ul><ul><li>Improved Operating Performance & Quality of Service </li></ul><ul><li>Consistent, Efficient Development of Core HR Programs, </li></ul><ul><li>Processes and Policies </li></ul><ul><li>Right HR Talent at Right Place </li></ul><ul><li>Role Clarity/ Reduced Job Overlap & Fragmentation </li></ul><ul><li>Collaborative, Team Driven Model </li></ul><ul><li>Standard of HR Excellence consistent across </li></ul><ul><li>all sections </li></ul><ul><li>Leveraging of Learnings and Best Practices Knowledge </li></ul>
  11. 11. HR Transformation at RKFL (Unit III & IV)… Thank you for your valuable time Thank you for your valuable time Thank you for your valuable time